Performance Development Review (PDR)

Key Features

The provision of excellent Policing services across Scotland is dependent on the high-quality performance of all staff, and this PDR process is designed to improve performance and service delivery. It does so by focusing on both the achievement of objectives as well as an assessment of behaviours: all members of staff are assessed on what they achieve and how they achieve it.

The PDR process is used to;

• agree and set personal objectives linked to organisational objectives
• plan performance to ensure that staff know what is expected of them
• review performance, recognise achievement and identify areas for improvement
• identify relevant areas for personal development and ensure that these areas are addressed
• provide regular feedback and assistance to help staff perform more effectively
• enhance communication between staff and supervisors/managers

The National PDR is, therefore, much more than a new process with different forms to complete.

The objective setting process links performance to, and will help concentrate efforts on, organisational objectives.

The evaluation of competence in relation to specific behaviours will help to facilitate a culture change by focusing on the attributes that both the Public and the Service value and expect. Crucially, the process will allow members of staff to play an active part in managing their own performance and development.

NB A key feature of the PDR system is the principle of “Reporting by Exception”. Where a Reviewee is considered competent in their role, no additional supporting or explanatory comment is required. Only when a Reviewee exceeds or does not achieve competence, evidence MUST be provided to substantiate the grading given.

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